Taylor Desseyn breaks down how job descriptions often exclude rather than include candidates. Managers should write clearer descriptions and provide 30/60/90-day outlines so people know what to expect. One example involves Brandon.
Chapters
But I want to talk about the first issue that I see time and time again when it comes to hiring, and that's the job description. What does your job description say about your culture? Job descriptions are incredibly exclusive, not inclusive, right? We talk about inclusivity, building diversity within an organization. It starts with your job description. If you're, if you're a manager, you should be writing your job descriptions. You know, I use Brandon again for an example. We walk through his entire job description, and literally I'm reading this thing and I know everything I'm going to do about a job before I even apply? Okay. I've read some job descriptions that list a 30-day, 60-day, 90-day plan of an individual that's going to walk into this seat. Now, is that realistic for all job descriptions? No. But the thing is, is there was an outline, right? Hey, in the first 30 days, you're going to be responsible for this, the next 60 days, next 90 days, which I think is incredibly important. I've even seen job descriptions write 6 months out, right? Now, that is obviously above and beyond, but any more information that you can give an individual on what they're going to walk into is incredibly important.
